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As a manager, you’ll be in charge of the review process and lead the discussion. In advance of your meeting, you’ll gather and evaluate information about the employee’s performance and write a formal appraisal. In the review meeting itself, you’ll discuss your assessment with the employee and engage him in a dialogue to plan improvements.


Cover of Performance Reviews (HBR 20-Minute Manager Series)


But an appraisal is not intended to present a onesided point of view. To make the appraisal as objective and effective as possible, you should involve your employee in the process long before the formal meeting. By conducting regular feedback discussions throughout the year and asking the employee to complete a self-appraisal as the review itself approaches, you will promote trust, establish a tone of partnership and cooperation, prevent surprises, and help temper negative reactions to constructive feedback.